Handbook of Human Resource Management Practice

Good for beginners,students,professionals,general public,contains management definitions,introduction,and process.includes organizational behavior,leadership,motivation,group dynamics,communication,stress management,interpersonal relations,personality development.HRM Planning,Recruitment,selection,job analysis,job enrichment,induction,performance management,training & development,training need analysis,industrial relations,health and safety,welfare and benefit,HR reports,conflict management

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Monday, October 12, 2009

TRAINING METHODS TYPES - THE DISCUSSION TECHNIQUE- (Orientations, Internships and assistantships, Programmed , Laboratory , and Technical trainings

The discussion technique involves the participation of the trainee in actual work. Trainee is allowed to ask any related questions. Some times cases are also used for actual situations. These methods generate discussions between the trainee and the trainer. This can be used in several types of organizations relate to their works.

Some methods can not be determined as a part of above mentioned training types, because they have some specific characters or a combination of above types. Those various specific training methods are discussed below.

a) Orientations - Orientations are for new employees. The first several days on the job are crucial in the success of new employees. This point is illustrated by the fact that 60 percent of all employees who quit do so in the first ten days.

Some companies use verbal presentations while others have written presentations. Many small businesses convey these topics in one-on-one orientations. No matter what method is used, it is important that the newcomer understand his or her new place of employment.

b) Internships and assistantships – These are usually a combination of classroom and on-the-job training. They are often used to train prospective managers or marketing personnel.

c) Programmed learning - Programmed learning, computer-aided instruction and interactive video all have one thing in common: they allow the trainee to learn at his or her own pace. Also, they allow material already learned to be bypassed in favor of material with which a trainee is having difficulty. After the introductory period, the instructor need not be present, and the trainee can learn as his or her time allows. These methods sound good, but may be beyond the resources of some small businesses.

d) Laboratory training – This is conducted for groups by skilled trainers. It usually is conducted at a neutral site and is used by upper- and middle management trainees to develop a spirit of teamwork and an increased ability to deal with management and peers. It can be costly and usually is offered by larger small businesses. Most of research and development institutes are used this method and this will be the most effective training type to such kind of institutes.

e) Technical training – There are numerous fields in which technical training are offered which covers the jobs such as that of draughtsman, machinist, toolmaker, designers, mechanics, electrician, technical officers and technical assistants etc. For training in crafts, trades and in technical areas, apprenticeship training is the oldest and the most commonly used method. Apprenticeships develop employees who can do many different tasks. They usually involve several related groups of skills that allow the apprentice to practice a particular trade, and they take place over a long period of time in which the apprentice works for, and with, the senior skilled worker. Apprenticeships are especially appropriate for jobs requiring production skills.

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